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Hiring an Apprentice

Terms & Conditions

APPRENTICESHIP AGREEMENT AND GUIDELINES

The Employer to understand and adhere to all relevant Governmental and legal guidelines pertaining to the National Apprenticeship Programme.

 

1.2 Apprentices must be employed for no less than 30 hours per week and no more than 40 hours per week.

1.3 As the employer of Apprentices, it is imperative that you ensure all reasonable effort is made to ensure the Apprentice completes all elements of their framework in accordance with the National Apprenticeship Guidelines and Standards and the Apprenticeship Agreement a three-way contract of conditions between Aspire to Learn, the Apprentice and the Employer.

1.4 In accordance with the Apprenticeship Agreement, regular contact (minimum one meeting per calendar month) is to be maintained between the Assessor, the Apprentice and the Employer.

1.5 As an employer, you will need to assign a mentor to the Apprentice and ensure that regular meetings take place to review the progress of the Apprenticeship Programme and employee objectives are being met. You will need to allocate time for meetings with the Assessor and the completion of necessary paperwork pertaining to the progress of the Programme.

1.6 It is important that your Apprentice has sufficient time during personal and working hours, to be able to complete all elements of their Programme. Furthermore, you have to allow time for your Apprentice to attend any examinations which they are required to undertake.

HEALTH AND SAFETY

 

2.1 In accordance with Health and Safety laws, all employers must have valid Employer Liability insurance and a Health and Safety Policy including any necessary risk assessments in place and you must provide the details of said policies to Aspire to Learn.

2.2 Apprentices must have sufficient Health and Safety training within the workplace including how to report accidents and to whom they should be reported.

2.3 It is the responsibility of the employer to ensure that all possible measures are taken to ensure that the welfare and safety of the Apprentice is paramount and that all risks are minimised.

 

HOLIDAY ENTITLEMENT

 

3.1 Apprentices are entitled to the same annual leave as any other employee, including statutory holidays. Currently, this is 28 days per annum; including all Public holidays.

3.2 The Apprentice must follow company procedures when requesting annual leave

WAGES

 

4.1 Apprentices, under the age of 19 or those aged 19 and over but completing the first year of an Apprenticeship, are entitled to the minimum Apprentice wage and must be paid in accordance with your company’s procedure.

4.2 Apprentices which have completed their first year of their Apprenticeship are entitled to National Minimum Wage according to their age. These rates are applicable to time spent training with Aspire to Learn, for example when the Apprentice is taking their exams are hours worked.

4.3 As an employer, it is at your discretion to pay the Apprentice more than the minimum wage. However, you must continue to pay the agreed rate until the Apprentice has completed their Programme or until they are eligible for the National Minimum Wage.

4.4 All wage agreements must be in writing

 

REASONABLE EFFORT

 

5.1 Upon hiring an Apprentice, you are contractually obligated, to employ said Apprentice until they have completed their Apprenticeship Programme.

5.2 Every effort should be made, by all parties, to ensure the Apprentice remains on target with their programme and in employment.

5.3 The contract cannot be terminated in the case of redundancy unless the company closes or fundamentally changes its character.

 

EXISTING EMPLOYEES

 

6.1 If your Apprentice is an existing employee, Aspire to Learn can, at our discretion, waive any additional training fees and employer contribution.

6.2 You cannot amend wages of an existing employee to the minimum Apprenticeship wage.

6.3 If the employer ceases the Apprenticeship Programme before the end date, the employer may be liable to repay any administrative and resources expenses incurred by Aspire to Learn at our discretion including recruitment fees.

6.4 If the employee ceases their Apprenticeship Programme before the end date, the employer may be liable to repay any administrative and resources expenses incurred by Aspire to Learn at our discretion including recruitment fees.

6.5 The Apprenticeship Agreement can only be terminated without any costs being incurred to the employer if it is proven that the Apprentice is unteachable or untrainable and all parties agree to the termination.

 

APPRENTICE MISCONDUCT

 

7.1 Apprentices who have an Apprenticeship contract have additional rights. The level of misconduct, committed by an Apprentice, would need to be much higher than that of an ordinary employee for dismissal to be considered fair in the eyes of the law. However, the policies of your company, relevant to misconduct and dismissal, would still have to be followed and the Apprentice would be subject to the same processes as an ordinary employee.

7.2 If the Apprentice is in breach of the Apprenticeship Agreement, as an employer, you are unable to cease training. Aspire to Learn will intervene upon being alerted, by any party, to any breaches and mediate to resolve issues.

7.3 The Apprenticeship Agreement can only be terminated without any costs being incurred to the employer if it is proven that the Apprentice is unteachable or untrainable and all parties agree to the termination. Further information on Apprenticeships and the employer’s obligations can be found on www.gov.uk.

 

COMPLAINTS POLICY & PROCEDURE

 

Our Complaints Policy & Procedure is available upon request. Should you require this information, please contact Aspire to Learn.

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